Have you heard about the TA "infinity loop"? Here's the idea: Recruiting isn't a single-direction assembly line of matching resumes to reqs and funneling prospects into pipelines — it lays the foundation for lasting relationships that engage (and re-engage) the talented people your business needs to succeed today, tomorrow and even years down the line. It's a lifecycle. Intel's Talent Analytics and Automation Manager Tyler Weeks and SmashFly's Head of Recruitment Marketing Strategy Brandy Ellis held a live webinar discussion to give you the rundown on the candidate journey's new shape, plus the real-world examples you'll need to successfully navigate it.

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Talent Analytics &
Automation Manager,
Intel
@ProseTalent
Head of Recruitment
Marketing Strategy,
SmashFly
@bellisrecruits

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➢ Who are the people in your pipeline and what
matters most to them?
➢ How can you leverage technology to strengthen
human relationships?
➢ Which talent data is the best guide for rethinking
candidate communicationstrategies?

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Imagine this…
Your companyreceives
3 million applicants per year.
You make 130 thousand hires.
That’s 2,870,000 people who
are told “Thanks, but not
today.”
How do those people feel
about your brand?

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EARLY CAREER
• 0-12YRS EXP
• EMPLOYER CHANGE EVERY
2-3 YRS
• LESS LOYALTY
MID/LATE CAREER
• 15+YRS EXP
• 20-30YRS OF WORK LEFT
• DEVELOPING BRAND
LOYALTIES
RETIRED
• "LOOKING TO KEEP BUSY"
• STRONG BRAND LOYALTIES

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• "WHAT DO YOU WANT TO
DO"
INTERVIEWING
• "WHO DO YOU WANT TO
WORK FOR"
EMPLOYED
• Avg 4.2 yrs
• Internal mobility
• Growing KSA's
LIFE CHANGE
• RE-ENTERING JOB MARKET
for 2nd, 3rd, or 10th time

8. #PipelinesoverReqs | #QualityoverVolume | #DataoverGut

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First moment
of awareness
Ongoing
engagement
& interest
Some form of
conversion /
action
Increasingly relevant
engagement based
on stage, status,
behavior, etc.

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• Create personas and journey maps:
– Get to know your audience, where
they spend time online, their
behaviors, preferences and needs
– Understand their career seeking
journey based on their seniority,
industry, income level, location,
etc.

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• Utilize your personas to understand:
– Media consumption trends
– Technology preferences
– Motivators / engagement drivers
• Use detailed journey maps:
– Optimize each critical talent personas interactions with you from awareness through nurture
• When sending content ensure engagements with it are recorded in your CRM
– This will allow you to see who is clicking on what content and infer audience data

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Self-Selection Segmentation & Insights:
• Stories from our working parents
• Fathers & paternity programs
• Moms & maternity programs
• Internal development
• Initiatives to enhance our diversity
• Inclusion programs that encourage
everyone to have a voice
• Returning retirees
• Alumni club
Change the conversation…

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Ask yourself, is this person capable of doing the job?
It’s a yes or no.
Are they interested in working for you?
That answer is much more multi-faceted and likely
to change.
Qualified Unqualified
Interested
Not
Interested

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0 20 40 60 80 100 120 140 160 180 200
Pharmacy Technician
Pharmacist
Retail Store Positions
Internship - Pharmacist
Customer Support
Nurse Practitioner
Sales
Warehouse/Distribution Center…
Retail Store Manager
Customer Support - Call Center
Healthcare Operations
Nursing
Employee Stories
Sum of # Contacts Sum of # Source Touches

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Time to rethink…
Trigger nurture
campaigns with
contentrelevantto
life events
Dive into the data
that youalready
have
Include an
“audience”
descriptor for every
tactic
Carry that descriptor
through all naming
conventions:
sources,campaigns,
tags, etc.
Indicate the
specific CTA for
each audience

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• Expectationsetting
• Resume crafting, interviewing, body
language and communication style
tips
• Overall recruitmentprocessupdates
and/or FAQ; business groupspecific
processFAQ’s
• Share news focusedon methodologies
used acrossthe company (ex: PMI, Six
Sigma, Agile)
• Tips for work-life fit
• Handling difficult conversations,
runninggreat meetings, mindfulness,
time management
• Sitting in the seat for X role, here’s
how it looks
• Tips for incomingcolleaguesin X
department
• Relatable, fun PTO and sabbatical
stories
• Returnto work/retiree/boomerang
stories

18. Top Candidates Engaged per Dollar of Investment

19. Responses given by New Hires when asked what made them consider Intel
Friends and
Family
Career Site Contacted by
Recruiter
Social Media
Ad
Recruiting Event
Top 5 Sources That Initiated Interest

20. https://www.technologyreview.com/s/611807/this-is-what-filter-bubbles-actually-look-like/

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Data to Drive
1:1 Experiences
Market to
Specific
Audiences
Quality over
Quantity
Focus on
Relationships
Empower
Employees

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The war for talent is over. And talent won.

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Get on the Wait List
smashfly.com/join-transform-wait-list
At #TransformRM conference in
@CityOfBoston dancing, crying,
laughing, and getting inspired! Never
have I felt more emotions at a
conference! Well done @SmashFly!
@AStephey85
The only recruitment marketing
conference for… talent acquisition
rebels, early adopters and change
agents.

30. Powered by AI and intelligent automation, SmashFly's platform
combines CRM, career site, events and analytics solutions to create a
smarter, seamless experience for talent – and your team.
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